Communication on Progress 2013

Participant
Published
  • 2013/01/11
Time period
  • March 2012  –  March 2013
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • Dear Stakeholders

    In 2012, SSP supported the ten principles of the Global Compact with respect to human rights, labour rights environment sustainability and anti-corruption.

    We confirm our continued support for the Global Compact and renew our on-going commitment to the initiative and its principles.

    In this annual Communication on Progress, we describe our actions to continually integrate the Global Compact principles into our business strategy, culture and day-to-day operations of our company.

    Yours faithfully
    Lim Chee Hai
    CEO

Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • SSP respects the Universal Declaration of Human Rights across its activities and through the relationships with third parties associated with these activities such as business partners, clients, civil society organisations and state agents.

    The respect for human rights was integrated in both the internal and external operations of the organization. Internally, the Company Office Manual describes clearly the rights and obligations of the employees and management. This is further emphasized in the Company Integrated Management system in respect of employers’ rights and responsibilities in the organisation activities. Externally, we observe the Code of Ethics encompasses the rules of conduct for potential customers, actual clients and our relationship with our competitors.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • The Company Office Manual and Code of Ethics are applied to all employees without exception. Induction courses were conducted to familiarise all new employees with these documents. Every employee can contact directly the HR Manager in case of breach of these principles or any questionable issues.

    SSP was implementing OHSAS 18001, thus declaring the company commitment to internationally accepted health and safety management standard in the areas of working conditions and work safety. Collective trainings were provided to create awareness and implementation procedures.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • SSP did not receive any complaint from employees, business partners, clients or competitors in relation to human rights abuses, violation, nor was the organisation involved in any human rights incidences during the reporting period.

Labour
  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • SSP supports the International Labour Organisation Declaration on Fundamental Principles and Right to Work. In addition SSP complies with the law, rules and regulations of the country and observes non-discrimination and equal opportunities in respect of employment and occupation. SSP will not engage any organisation that uses forced or child labour.

    All SSP employees are issued with the letters of employment which clearly states the terms, conditions and compensation. In addition, the Company Office Manual was made available to all employees disclosing further information on other terms and conditions of employment, staff benefits, company rules, grievance and disciplinary procedures.

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • SSP values good labour relations and implements continued communication with employees at all levels including complaint / suggestion system.

    New employees receive specific awareness training on Company Office Manual highlighting company labour policies, employees’ rights and responsibilities and abuse complaint procedures. In case of violation, SSP will resolve with the best interest of the neglected party at heart.

    SSP does not employ child or forced labour and does not practise discrimination to its employees based on race, age, sex, religion or political beliefs.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • SSP received no grievances of complaints from employees or others in relation to labour rights violation, nor was the organisation involved in any investigations, legal cases or other relevant events related to the contravention of the Global Compact Labour principles during this reporting period.

Environment
  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • SSP is committed to furthering the internationally recognised principles of environment protection in all its activities internally within the organisation and externally with its business partners, customers and clients.

    SSP Environmental Policy requires its employees to use energy and resources efficiently and to reduce and prevent pollution from its activities.

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • SSP Integrated Management System (IMS) is formulated to both guide and monitor the environmental performance of the organisation and its business partners. The IMS is a continuous process of planning, implementation, reviewing and improving environmental performance and compliance. It is based upon ISO 14001 principles of sustainable procurement and waste reduction. Waste is reduced through re-using and recycling efforts, while paper, water and energy are saved through raising awareness of the employees.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • SSP has not had any environmental incidents within last year and has not been subject to any statutory notices or precautions. The environmental performance is measured through responsibilities, objectives, operational procedures, training needs, monitoring and communication systems. All these were subject to internal monitoring and audits. The results were communicated to its employees and the necessary corrective actions taken in case of non-compliance.

Anti-Corruption
  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • SSP supports the UN Convention Against Corruption. SSP holds a strict zero-tolerance policy for corruption, bribery and extortion. The company values professionalism through good reputation while abiding to competition rules. SSP pursues its business transactions in an honest and ethical manner. Any direct or indirect offer, illicit payment, promise, kickback, soliciting and acceptance of bribes in any form are unacceptable practices. Furthermore, all levels of SSP employees must avoid conflict of interest where there is a material risk of damage to the interest of the clients or the company.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • SSP anti-corruption policies are published in the Company Office Manual. SSP creates and supports corporate culture base on honesty and openness. The policy encourages the employees to report potential or suspected fraud or other malpractices within the organisation.

    SSP only accepts payment as fees for its services rendered to its client and no other payment from third parties. If there is any possibility of conflict of interest, SSP will refrain from involvement and will withdraw from the assignment.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • No fraudulent or corruption activities were reported either from internal or external agencies during this period. There were also no cases of conflict of interest reported. The market standing and reputation of SSP is a living measurement and proof of its ethical practice and professionalism.